20120304 Training and Development Procedure April 2010 P005

TRAINING AND DEVELOPMENT POLICY AND PROCEDURE

ISO 9001:2008 Clause 6.2.2

Approvals
The signatures below certify that this procedure has been reviewed and accepted, and
demonstrates that the signatories are aware of all the requirements contained herein and are
committed to ensuring their provision.

Name Signature Position Date

Training and April 2010
Prepared by Vanessa Wells
Information Advisor
Reviewed 03/04/12
Jacky Moat HR Support
by
Approved Quality Meeting
by 15/05/12

Amendment Record
This procedure reviewed to ensure its continuing relevance to the systems and process that it
describes. A record of contextual additions or omissions is given below:
Page No. Context Revision Date

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Contents

1. References.........................................................................................................................3

2. Definitions...........................................................................................................................3

3. Policy Statement.................................................................................................................3

4. Core Training Programme..................................................................................................4

5. Scope.................................................................................................................................5

6. People who use our Services.............................................................................................5

7. Quality System Training.....................................................................................................5

8. Procedure...........................................................................................................................5
8.1 Introduction..............................................................................................................5
9. Diplomas............................................................................................................................5

10. Identification and Prioritisation of Learning & Development Needs...................................5

11.Managers Responsibility....................................................................................................5

12.Staff Responsibility.............................................................................................................5

13.Trainers Responsibility......................................................................................................6

14.Required Training...............................................................................................................6

15. Role Essential Training......................................................................................................6

16.Booking courses.................................................................................................................6

17.Non attendees....................................................................................................................7

18.Application for external training..........................................................................................7

19.Establishing Training Priorities...........................................................................................7

20.Application guidance for External Training.........................................................................8

21.Requirement to repay training costs in certain circumstances...........................................8

22.Study Leave........................................................................................................................8

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1. References

Reference Title & Description

4.2.3 Quality System Manual

F001-1 Master Document Index

Training Matrix

Training Attendance Record

Training Evaluation

Quarterly Training Strategy Meeting

2. Definitions

Term Definition

Supervision A planned conversation between supervisor and staff

member to discuss promoting learning, reflective practice
and improving care practices

Appraisal the assessment, at regular intervals, of an employee's

performance at work

3. Policy Statement

3.1 Strode Park Foundation believes that the people it employs are its greatest asset.
The Foundation provides a proactive approach in creating a learning environment, to
ensure continuous improvement and to enable everyone the opportunity to fulfil their
potential in order to:

3.1.1 Enable employees to perform their current duties successfully and to a

ever higher standard
3.1.2 Develop a high performing organisation
3.1.3 Encourage the personal and professional development of all staff
3.1.4 Ensure staff receives the development they need to achieve promotion
within the Foundation.
3.1.4 Working effectively as a team

3.2 Individual Learning and Development needs will be identified, planned and supported
through the supervision and appraisal process. Given that it is not always possible to
meet all of an individuals needs at any given time, priorities need to be set at various
levels:
3.2.1Guided by the experience of people who use services and their carers
3.2.2Guided by our service models and their ongoing development and ongoing
improvements
3.2.3Regulatory requirement
3.2.4Statutory requirement, especially where risk assessments identify training
as a means of controlling risks

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4 Core Training Programme

4.1 The core training programme will be based upon the skills and attitudes required to
perform their duties and the need for continuous improvement. All staff will be
required to attend an appropriate induction, training and annual updates.

5 Scope

5.1 This policy relates to all staff employed in the Foundation and all volunteers who
work in the Foundation.

6 People who use our services

6.1 Feedback from the Quality Assurance System will be used to take into account the
views of the people who use our services and support the development of courses.

7 Quality System Training

7.1 Quality System Training is provided to ensure that employees are aware of:

1. The importance of conforming to the quality policy, objectives, procedures and the
QMS in general

2. Any significant impacts, actual or potential, of their work activities

3. Their roles and responsibilities in achieving conformance with the quality policy and
procedures

4. The potential consequences of departure from specified operation procedures

All training and courses run by the Foundation will be available to people who use our service

8. PROCEDURE

8.1 Introduction

This procedure applies to all functions and operations and encompasses all employees
including; full time, part time, contract, agency, volunteers.

8.1.1 The HR department will produce annually a training programme for the coming year.
All managers will be consulted on its content and on who is required to attend each
element. For example, included in the annual refresher training will be moving and
handling. All staff will be required to attend the theory section. Additional practical
training will only be mandatory for staff that move and handle people who use our
services.

8.1.2 The training programme will also be based on the need for continuous improvement
in our service delivery.

8.1.3 All other training will be identified through the supervision and appraisal process.

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9 Diplomas

9.1 To meet the Foundations policy of continuous improvement all staff that are not
professionally or otherwise qualified will be encouraged to undertake an appropriate
Diploma. Exact timing of the start of an Diploma will depend upon available funding.

10 Identification and Prioritisation of Learning and development Needs

10.1 All new staff (including bank staff and volunteers) will have completed a Foundation-
wide Induction programme within three months of the commencement of their Employment.
This will include some, but not all, of the requirements for Statutory and Mandatory learning
programmes and will identify those individuals who might need specific support with further
development of their learning skills. An Action Plan will then be developed for the delivery of
the training required.

10.2 The Foundation will develop and agree an annual Training Plan. The training plan will
be reviewed 3 monthly at the Training Strategy Meeting. All staff will be required to attend
training deemed essential for the carrying out of and continuous improvement in the carrying
out of their role.

10.3 New staff will meet with their line manager, or someone acting on their behalf, to jointly
consider their requirements for learning and development as part of their first supervision
approximately six weeks after their starting date. Also at that meeting their induction
programme should be completed. If it is not completed a timetable will be drawn up for its
conclusion, with a maximum of a further six weeks being allowed. No-one can have their
probationary period signed off unless their induction programme is fully and satisfactorily
concluded.

10.4 All staff will receive an annual appraisal. Learning and development needs will be
identified, prioritised and supported through the appraisal process. It is a line management
responsibility to ensure that all members of staff have an annual appraisal.

11 Managers Responsibility

11.1 Managers will identify training needs during the appraisal and supervision process and
ensure that staff attend appropriate training

11.2 Managers will release staff to attend training that has been booked

11.3 Managers have a responsibility to ensure that skills acquired during training and
development, are applied in the workplace.

11.4 Managers will ensure a culture of continuous improvement and that all staff are actively
engaged in this.

12 Staff Responsibility

12.1 Staff will attend all courses for which they are booked or follow the procedures for
notification if they are unable to attend

12.2 Ensure that they have made provision to attend the entire course

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12.3 Identify to their managers any mandatory training deficiencies at the time of their
appraisal or supervision, or at an appropriate time

12.4 Provide trainers and managers with constructive training feedback.

12.5 Staff have a responsibility to ensure that skills acquired during training and development
are applied in the workplace

13 Trainers Responsibility

13.1 Training materials will be relevant and appropriate to the course

13.2 Training will be delivered effectively and evaluated thoroughly

13.3 Trainers will be encouraged to use new technologies as far as possible to develop
different learning styles and skills.

14 Required Training

14.1 Required training is training which has been identified by the Foundation as essential for
that group of Foundation Staff. Learning within this category will be funded by the
Foundation and protected learning time given.

15 Role Essential Training

15.1 Role Essential Training is Training which has been identified by the Foundation or a
regulatory body as essential for the effective performance of certain roles.

15.2 For every role within the Foundation there are skills and attitudes that staff need to carry
out to do their jobs effectively. Some of these skills may have been acquired as part of
professional training. These skills need to be current and up-to date. This also
encompasses the competency requirements from professional bodies.

15.3 All professionally registered qualified healthcare staff are required to undertake
Continuing Professional Development (CPD) as a condition of continued registration.

15.4 The quantity and frequency of this learning varies from profession to profession.

15.5 Learning within this category may be funded up to 100% of costs by the Foundation and
protected time will be negotiated.

15.6 In general, the training category will be determined by the line manager, with appropriate
professional advice. The Foundation will make every effort to help individuals to identify
alternative funding where it is not meeting the full cost of the training.

16 Booking Courses

16.1 Each department will agree a protocol with HR for booking its staff onto the required
courses for the coming year. It will be the responsibility of managers to ensure that all
their staff, including themselves, are booked onto courses before the start of the training
cycle.

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17 Non Attenders

17.1 The Foundation has made significant investment into the establishment and delivery of
learning and development. Staff should therefore recognise that whilst in-house programmes
are in most cases free at the point of access to individuals, they represent great cost to the
Foundation. Once a place has been booked, every effort should be made to ensure
attendance.

17.2 If a member of staff is unable to attend any of this training they must inform their
manager as soon as they can. It will be for the manager to inform HR not the member of
staff. The manager will also inform HR, by e mail, of which replacement course they will be
booked onto. HR will not write to the member of staff confirming this.

17.3 If a member of staff does not attend training and the manager does not inform HR that
the non attendance was justified it will be assumed that the member of staff was absent
without good cause. A letter will be sent to the member of staff with copy to their manager.
The letter will state that they should have attended the course and that they should see their
manager at the earliest opportunity to explain their non attendance. The manager will inform
HR (by e mail) if the non attendance is justified. If there is no satisfactory justification
provided their record will show this.

17.4 Any further non attendance should lead to a formal hearing under the disciplinary
policy. All training will be cancelled for that member of staff until the manager informs HR
that they have formally met the person and they will be attending training in future.

17.5 Repeated non attendance will lead a further warning and then dismissal.

18 Application for external training

18.1 External training courses will only be approved where there is not an in-house training
solution to meet the development need. Also where the manager and the appropriate
director are satisfied that the training meets the identified need and the individual has the
ability and aptitude to meet the course requirements. Funding for these programmes is not
guaranteed by the Foundation.

18.2 Approval for staff attending training of this type will be agreed on the basis that one
member of staff can attend and will then share their experience with staff in their local area.
More than one member of staff attending the same event will only be approved where the
training is necessary and the need for more trained people is essential or individuals need to
participate in practical skill acquisition.

19 Establishing Training Priorities

19.1 Training priorities will be set using the following principles:

19.1.1 The experience of people who uses our services and their carers
19.1.2 The need for continuous improvement
19.1.3 The requirements of service models and their ongoing development
19.1.4 Regulatory requirement
19.1.5 Statutory requirement, especially where risk assessments identify training as a
means of controlling risks
19.1.6 Continuing Professional Development
19.1.7 Legal requirements/ managing risk

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19.1.8 Requirements from Professional bodies
19.1.9 Requirements from Registration Organisations

20 Application Guidance for external training

20.1 All staff should gain the approval of their manager before applying for funding. This
should occur before the individual is committed to a course for which they would like funding.
Funding cannot be guaranteed if sought retrospectively. Individuals should be aware that
training budgets are very limited and that allocations for funding will be made as fairly as
possible. Applications for courses and conferences should be made well in advance of the
event being applied for.

21 Requirement to repay training costs in certain circumstances

21.1 Individuals who receive Foundation funding for personal training and development must
commit to remain in post for a minimum of one year after the end of the course and will be
asked to complete and sign a Training Contract agreeing to this. This contract is required for
each period of the course that requires new funding from the Foundation. If an individual
leaves the Foundation during the course or within the time period defined in the contract,
there may be a requirement to repay the Foundations contribution to the course fees. This
will also apply if the individual fails to complete the course, but remains in the Foundations
employment.

22 Study Leave

22.1 Study leave during the course will be negotiated with the line manager and is not a
right. Time off may also be considered for exams and revision. Time off for revision will not
exceed one day for each exam.

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